Culture and Geography in Pandemic Recruitment

A sudden shift to remote work last year for many industries sent a lot of companies on a swift path to digital transformation. IT teams got busy introducing software to facilitate better communication, and even those most resistant to technology accepted Zoom, Teams, Skype, and Slack into their lives.

From a talent perspective, this shift to virtual has also changed how companies should be managing their current and prospective employees:

👉   An emphasis on building culture outside the four walls of the office — As HBR puts it, “Culture doesn’t exist within walls; it exists within people, so you have to build culture through people, wherever they sit.”

👉   Work has to support life, not the other way around — For employers and leaders, this means enabling what workers need in order to be more effective, successful and happy, whether that’s remote work or a supported return to a safe office (or somewhere in between). 

👉   Less of a focus on geography when sourcing talent — People don’t necessarily have to live where they work anymore. This is creating a lot of talent opportunities for companies, and a lot of career advancement opportunities for job seekers.